Your 3-Step Guide for Identifying Top Talent in a Tight Market
These days, the phrase ‘Talent Scarcity’ seems to be more prominent in the business world. This situation is due to a plethora of reasons, including the mass exodus of talent to other countries for education, jobs and other reasons. Then there is the Great Resignation, and VUCA phenomenon: Volatility, Uncertainty, Complexity and Ambiguity. This means that organisations can no longer hire just any kind of talent.
In a tight talent market, what do organisations need to do to gain an edge over the competition? How can they find first-rate talent in the market? Then, after they are discovered, how would they go about assessing them for high potential?
This guide aims to answer that.
In this guide, you’ll learn:
- The competencies that define who a talent is?
- How organisations can identify and use untapped channels to build their talent pool
- The right assessment tools to use to identify their next high potential talent
Identifying high-potential employees allows your organisation to prepare them for future roles through talent development programmes. It also allows you to expose them to better opportunities, enrol them on fast-track training programmes, or assign them to special assignments that provide advanced growth opportunities.